Our Governance Statement
Our organisational purpose is to support employers to create inclusive workplaces that are representative of their communities, where all colleagues feel valued and can contribute their skills and ideas fully, so that the organisation can prosper.
Corporate structure and leadership
Inclusive Employers Limited is a private company limited by shares. It is governed by its Memorandum and Articles of Association.
The directors, who are also all the shareholders are:
The board meets at least 4 times per year.
The responsibilities of shareholders, board of directors and the executives are set out in the organisation’s Scheme of Delegation and Matters Reserved document. The board is responsible for effective strategic leadership in accordance with this document and the Memorandum and Articles of Association.
All directors act in the best interests of the organisation, and in a manner consistent with their legal duties. The board acts with integrity in accordance with the adopted Directors Code of Conduct which amongst other things, requires all directors to act, always, with integrity, in a forthright and ethical manner and in accordance with the organisation’s conflicts policy.
Decision-making, risk and control
The chair is responsible for proactively addressing and managing conflicts of interests amongst the directors. No director may participate in the discussion of, or vote in respect of, a matter in which they have a material conflict of interest.
The Board has adopted appropriate and proportionate finance policies and procedures and reviews them at least every two years. The organisation takes all reasonable steps to ensure that these policies and procedures, where appropriate, are communicated to, and understood and followed by, its directors and staff.
The Board actively plans and monitors the financial position and performance of the organisation against an annually approved budget.
The organisation maintains robust risk management and internal control systems including adopted financial standing orders and controls and a board reviewed risk register and associated policies and management procedures.
The board’s objective is to work as an effective team, using an appropriate balance of skills, experience, backgrounds and knowledge to make informed decisions.
Equality, diversity and inclusion
The board’s commitment to inclusion, equality and diversity is at the heart of everything we do and informs our effectiveness in leadership and decision-making.
Openness and accountability
We publicly disclose information on our governance, structure, strategy, activities and financial position beyond that required in law, to enable stakeholders to have a good understanding of us.
We want to be the UK’S driving force and leading experts on inclusion and diversity in the workforce.
We want to be the go-to partner for employers who are seeking to use inclusion to drive commercial or organisational success.
Our goal is for every workplace to be an Inclusive Employer where every colleague values difference and can contribute their skills and ideas fully to their organisation.
We do this by:
- Raising awareness of difference and showcase best practice and innovation via events and campaigns.
- Assisting organisations via consultancy to review and develop strategies, cultures and systems so to develop inclusive working environments.
- Recognising organisations’ progress to becoming inclusive employers through our inclusion accreditation scheme, the Inclusive Employers Standard.
- Equipping people with new skills and greater confidence through our learning and development interventions and personal accreditation courses.
- Providing employers with innovative and best practice one-to-one inclusion support and dedicated resources through their membership of Inclusive Employers
- Our clients include a wide range of employers including public, third and private sector who range in size from micro-organisations to large global companies.
Our main activities in 2020
Innovation – through key innovation pieces, we maintained our market position as innovators and deliverers of practical solutions. In early 2020 we adapted quickly and with agility to the challenges in the workplace arising from Covid-19. In early March, our entire team switched to remote working and had established remote working processes early, ahead of lockdown.
A key early move for us was switching our L&D and events programmes to virtual delivery, thus maintaining continuity of service and helping our clients deliver learning to an increasingly dispersed workforce. We also significantly intensified our programmes to support our clients and over the year we were able to hugely increase output to a total over the year of 7690 learning hours of delivery.
Global offering – we defined our global offering to enable us to better support organisations with global structures. More work is planned for 2021 to develop this further having sought initial feedback from our global clients.
Quality, consistency and compliance – we continued to develop our systems to reflect the ongoing growth in Inclusive Employers and the need, as we grow, for more formalisation. This included many ‘back-office’ improvements. In 2020 we launched a new website and achieved Cyber Essentials data security accreditation. We reviewed our key governance policies and checked our governance for good practice.
Customer service excellence – we focussed on client retention initiatives including member retention as well as making first impressions count. This included a review of new member onboarding processes and carrying out a member feedback survey as well as launching a new members-only area of our website containing dedicated member resources. At the same time, we added additional value to our member offer. We significantly increased our webinar programme, as well as the number of member resources available. The latter included an additional 14 packages, guides and factsheets on a range of topics including developing employee network groups, disability inclusion, managing virtual meetings & managing critical on-site staff. It was great to welcome an additional 75 new members in 2020 from a wide range of sectors and of all sizes.
Grow our offering – We increased levels of participation in the Inclusive Employers Standard with 40 organisations taking part. We also significantly expanded the number of CMI accredited courses we ran, offering 86 people the chance to study during the year. CMI courses moved of course to virtual delivery, meaning the courses were generally more accessible to people right across the UK and beyond. As an organisation, the past year saw us continue to increase our regional presence through our network of staff based around the country which will put us in a great position to serve clients across the nations of the UK as Covid-19 restrictions ease in 2021 (hopefully!).
Brand awareness – we have continued to hardwire our sub-brands to the Inclusive Employers brand through further protection of IP, marketing and PR opportunities. We ran our hugely successful campaign National Inclusion Week for the 8th successive year. Our hashtag #nationalinclusionweek2020 was used to connect an amazing 16m people whilst over 2000 organisations registered to take part. Brand awareness for Inclusive Employers continues to grow rapidly with clients coming to us by word of mouth or by awareness of our activities such as National Inclusion Week. In 2020, over 300 organisations commissioned us to help them make inclusion an everyday reality for them.
Our financial position
Our latest annual accounts are currently available on the Companies House website in abridged form.
Our next accounts will be published during 2021 and as part of our commitment to openness will be full accounts.
Our board members
Richard McKenna – Chair
Areas of expertise:
- Strategy development
- Innovation and commercial opportunities
- Staff Networks
Richard has worked in Equality, Diversity and Inclusion since 1998.
He is a specialist in commercial opportunity of inclusion.
He has acted as an independent advisor including previously as Chair of Prime Minister’s Dementia Friendly Employers Challenge Committee and Trustee, Speaker of The House of Common’s Parliamentary Placement Scheme. Richard is founder of National Inclusion Week and Learning Disabilities Work Experience Week. He has a personal and professional commitment to social justice, inclusion and creative arts.
Areas of expertise:
- Business development
- Company administration and finance
- Strategic planning
- Managing and developing large teams
Formerly a director at one of the largest and most successful Housing Associations in the UK and with experience in non-executive roles with charities, Rupert has a strong operational background whose successes lie in performance and service improvement, project management and engaging & empowering individuals and teams to deliver within a strong service ethos. His interest is in socially focussed business. Rupert is also our Company Secretary.
Claire Williams FCIPD MSc Strategic HR
Areas of expertise:
- Culture change
- Employment law and discrimination
- Learning and development
- Embedding and sustaining inclusion
- Human Resources
Previously, Claire had a career in HR management in large and complex unionised organisations, holding senior positions, which have included responsibility for equality and diversity since the late 1990’s.